Learn what causes employees to stay or leave and how you can tip the balance to keeping your employees engaged and energized!
Nobody likes to talk about it, even though it is happening in workplaces all across America – employees who have decided it is time to fly the coop. Departure lounges are overflowing with these types of employees – all waiting for their final boarding call.
A successful organisation maintains a corporate culture of valuing – demonstrating timely and proportionate appreciation of employee endeavours through leaders’ instinctive recognition of individual contributions. The resultant commitment engendered in the workforce then plays a sizable role in the realisation of corporate goals.
Many organizations have discovered providing a mentor for high performing employees not only helps them settle into their job and company environment, but also contributes to a lower employee turnover rate and greater job satisfaction.
Remember: home is not given but made. What will you do to make your work a place in which people feel welcomed home?
As human beings, we all want to have a purpose. We want our lives to matter. Purpose is what allows us to discover who we really are, to put meaning in our work, and to discover our talents, skills, and sources of genuine satisfaction.
Having a highly motivated workforce is critical to compete in today’s marketplace. Managers need to provide an environment that triggers motivated behavior. Pay attention to what’s important to the person. As Will Rodgers said, “When you go fishing, you bait the hook not with what you like, but with what the fish likes.”
Employers face major challenges when they consider the increasing difficulty of finding skilled people, a younger workforce with different attitudes about work, and a growing population of older workers heading toward retirement.
If you want your organization to be a place the best and the brightest will want to work in the future, you must be careful what you do in the here and now.
Some businesses practice what I call “spaghetti management.” They pick a bunch of people, promote them to managers, then throw them on a wall like spaghetti, and see what sticks.